This is a notification that can be used for cookie consent or other important news. It also got a modal window now! Click "learn more" to see it!
OKLearn MoreWe may request cookies to be set on your device. We use cookies to let us know when you visit our websites, how you interact with us, to enrich your user experience, and to customize your relationship with our website.
Click on the different category headings to find out more. You can also change some of your preferences. Note that blocking some types of cookies may impact your experience on our websites and the services we are able to offer.
These cookies are strictly necessary to provide you with services available through our website and to use some of its features.
Because these cookies are strictly necessary to deliver the website, you cannot refuse them without impacting how our site functions. You can block or delete them by changing your browser settings and force blocking all cookies on this website.
We also use different external services like Google Webfonts, Google Maps and external Video providers. Since these providers may collect personal data like your IP address we allow you to block them here. Please be aware that this might heavily reduce the functionality and appearance of our site. Changes will take effect once you reload the page.
Google Webfont Settings:
Google Map Settings:
Vimeo and Youtube video embeds:
A SEXUALLY PERMISSIVE WORKPLACE DOESN'T MEAN SEXUAL HARASSMENT – EEONews
UncategorizedA front desk manager of a golf resort complained about naked strippers and suspect noises. The Seventh Circuit found no sexual harassment because the manager was not present during these incidents and did not show how her employment was impacted.
MINISTER CAN SUE FOR SEXUAL HARASSMENT – EEONews
UncategorizedA female minister alleged sexual harassment by a Church Elder/Music Director. Because the claim did not entangle the court in the Church’s religious affairs, the case was not dismissed on account of the ministerial exception.
SEXUAL PROPOSITIONS AND GROPING BY PRIEST NOT UNLAWFUL SEXUAL HARASSMENT – EEONews
UncategorizedThe Court found that “Father Nutt’s behavior did not rise to the level of actionable hostile work environment sexual harassment. . . None of the incidents was physically violent or overtly threatening . . . the three isolated incidents which occurred over a nine month period were not so severe or pervasive as to poison LeGrand’s work environment.”
GENDER BASED DISCRIMINATORY HARASSMENT DOES NOT HAVE TO BE SEXUAL – EEONews
UncategorizedThe Ninth Circuit finds that “offensive conduct that is not facially sex-specific nonetheless may violate Title VII if there is sufficient circumstantial evidence of qualitative and quantitative differences in the harassment suffered by female and male employees.”
SEXUAL HARASSMENT CLAIM DISMISSED – EEONews
UncategorizedA female plumber was subjected to pornography and crude comments. Her case was dismissed because after she complained to management, the employer took corrective action and there was no significant change in her employment status.
CAN YOU RESIGN AND THEN COMPLAIN ABOUT SEXUAL HARASSMENT? – EEONews
UncategorizedThe United States Supreme Court decided that a police officer who was a victim of sexual harassment can pursue a claim after resigning – also known as being constructively discharged – if the last straw was a supervisor’s official act.
OWNER WANTED BASEBALL MANAGER WHO WOULD PROVIDE SEXUAL FAVORS – EEONews
UncategorizedThe owner of the Salt Lake City Buzz allegedly made clear in an interview for the GM job that he wanted the GM to provide sexual favors. Three women testified that they were offered the GM job with the understanding that sexual favors would have to be provided. The Tenth Circuit found that a jury could reasonably dismiss the case because the GM applicant was not qualified to be a GM.
MIDWESTERN GIRL LOOK – EEONews
UncategorizedThe Second Circuit held that the behavior of a Vice President may be imputed to the company itself since the “harasser is the employer’s proxy or alter ego.” The same case found that an HR officer was not protected from retaliation for conducting an investigation about sexual harassment.
SUPERVISOR'S SEXUAL ASSAULT DOES NOT VIOLATE TITLE VII – EEONews
UncategorizedA salesperson reported sexual harassment by a supervisor on September 3rd. A company investigation started on September 10th. The harasser was suspended three days later. Case dismissed. The employer was entitled to an affirmative defense because it acted reasonably and there was no tangible employment action.
Untitled
Uncategorized